In today’s tumultuous business landscape, ‘ghosting’ behavior has spread like a wildfire, and every person (internal or external to an organization) has elicited, witnessed or experienced this behavior.

What is ‘ghosting’ behavior? Let’s say an interview has been scheduled for a candidate. When the candidate avoids recruiter’s calls, emails, WhatsApp, and doesn’t show up for an interview, s/he has demonstrated ‘ghosting’ behavior. When a recruiter or HR professional avoids candidate’s phone/emails, doesn’t provide hiring status, then the candidate has been ‘ghosted’. Other examples: a prospective lead not responding to a sales person calls/texts, no-show from a new hire, an individual who initially expressed interest in a training session doesn’t respond to the organizer, and so forth. Such behavior raises questions on trust, integrity, lack of maturity and unprofessionalism. If organizational members elicit this behavior with talent, suppliers, vendors and others, employer brand and individual professionalism are at stake.

When recruiters / HR professionals have been ghosted by candidates/new hires or any other prospects, does the HR team huddle to retrospect the missing link that could have led to such behavior? Or, they ignore the behavior, thinking this is an external contingency and they have no control on it? May be candidates were unprofessional! Alternatively, did the talent acquisition team do their due diligence in showcasing their employer brand in the right way and mapping, candidate capabilities and career trajectory with that of the organization?

Today, people are inspired by the ‘What’s in it for me’ (WIIFM) syndrome! Is the organization likely to create a ‘wow’ experience with stakeholders (external and internal)? What are the different ways to walk this creative path (e.g., social intelligence, awareness, design thinking and creating a personal journey, innovative ways to increase stakeholder interest)?

Have you witnessed or experienced new ways to minimize ghosting behavior? What approaches were institutionalized? On the other hand, would you be willing to huddle and brainstorm innovative thinking with the Agile PeopleOps Framework (APF) Coaches to make a difference? Please leave a comment or connect with the APF team at